A 4-Day Workweek Success | 2-Minute Video

Most of us would like to have a 4-day workweek. But is it possible? More importantly, could there be a 4-day workweek success?

You bet it’s all possible. And in this episode of HRMorning’s 3-Point video series, we hear how one company implemented the 4-day workweek, analyzed how it worked — and deemed it a success.

The key: Nearly everyone needed to choose what their 4-day workweek looked like. In the case of Exos — the company that methodically implemented and studied the situation — it’s called “You Do You Fridays.” So, while the fifth day off may look different for everyone, it’s understood that the other four days are work-focused.

Data Behind a 4-day Workweek Success?

This is an important topic because one-third of companies offer a 4-day, 40-hour workweek, according to a Drive Research data report.

Health care and manufacturing might make up most of that group, but many more organizations are considering it. In fact, 30% of CEOs in a KPMG survey say they’re exploring the option for employees.

What’s Up in This Episode

In this episode, our expert from Exos explains the foundation behind their 4-day workweek, plus how they monitor expectations and outcomes.

Click, watch and listen for more details on a 4-day workweek success. The people behind the case study share tips on how to make it work.

Transcript (edited for clarity):

We’ve all dreamed of it: A 4-day workweek.

But can it be a reality — a workplace where everything gets done, and done well – in four days instead of five?

Yes. And Exos can prove it. They partnered with a well-known researcher to study if it worked.

Here’s the groundwork: Exos is an athletic training company that leans into its Readiness Culture Code. Part of that code is grounded in what they preach to their clients: recovery. If you work hard, you need to allow for intentional recovery.

Enter the 4-day workweek plan … and how it started:

Greg Hill: We did a communication in preparation of why we were doing it, what we were going to be doing as part of our larger Readiness Culture Code initiative that included a four-day workweek or what we call You Do You Fridays.

It’s important to note that this wasn’t just meant to be an extra day off.

Hill: So this was intended to be recovery after a full week worth of work in a condensed period of time. High performance with the idea of this intentional recovery, or what we call, “Work plus rest equals success.” 

You might think everyone was excited about a shorter week, but some were concerned about how they’d manage their work. And that’s why they experimented for six months, telling employees …

Hill: You can choose to work. If so, it’s autonomous, it’s independent. You are not able to engage with other co-workers, regardless of interest. Or you can be totally off at the beach, at the park, or somewhere climbing a cliff. And so we allowed people to have that autonomy and that choice.

Of course, there were trials, errors and learning. And You Do You Fridays are different for everyone nearly every week. Sometimes people work. Other times they play. And it’s paid off.

Results: 90% of employees say they’re more productive now. Reports of burnout dropped from 70% to 36%. And the sales pipeline grew 212% year over year.

Like those results and want to try a 4-day workweek? You’ll want to:

• Communicate. Make sure employees understand their roles in how the 4-day workweek will be executed and measured.
• Set the standard. For instance, no internal comms or meetings. Focus on recovery.
• Allow for adjustment. People will need time to figure out how to make it work best.

In fact, Hill told me, “It wasn’t easy.” But it was worth it. The reality is, a 4-day work week is attainable.